This is our second blog post of our “Difficult Conversation” series as part of our 2026 Neurodiversity Celebration Week. Yesterday we looked at the question “If I allow this adjustment for one person, everyone will want it.”
“What if operational needs clash with adjustments?”
At times, it may feel like the needs of the business and the needs of a neurodivergent colleague are in tension. Deadlines, customer demands and operational legitimacy can make adjustments feel difficult to accommodate. However, adjustments are rarely about removing responsibility. They are about enabling someone to performance at their best.
The key is not to view the situation as a binary choice between “business” and “individual”, but as a problem-solving exercise. Here are some tips to assist:
- Clarify the core requirement: What are the non-negotiable operational needs? Is it the outcome, the timeframe or the method?
- Explore with flexibility: Could the same outcome be achieved a different way, through adjusted hours, clearer written instructions, modified environments or redistributed tasks?
- Plan proactively: Anticipating pressure points (e.g. peak periods or high-demand tasks) allows adjustments to be reviewed and adapted in advance.
- Keep communication open: Honest, respectful dialogue helps ensure expectations are realistic on both sides.
Not every requested adjustment will be possible in its original form, but most can be refined through collaborative discussion. A flexible, solution-focused approach often strengthens both performance and trust.
Want to learn more about recommending and applying adjustments, consider becoming a Level 4 Workplace Needs Assessor.